Empoyee Engagement: Monday Morning Percolator #29

I invite you to read and enjoy my free booklet: Employee Engagement for All – 18 Approaches to Transform Employee Engagement into Workplace Engagement. Click on the following link for this PDF booklet: transforming-employee-engagement-to-workplace-engagement.pdf

We must all contribute and benefit from employee engagement. This booklet outlines 18 approaches: 7 from the organization, 5 from leadership, and 6 from employees.

Photo credit: down to the well by http://flickr.com/photos/topher76/291324580/

David Zinger is pleased to bring you his employee engagement blog, strength based leadership blog, and his website in one place. Previous posts from the two blogs have been added to this site going back to November 2005. Click on the archives or categories in the two right hand columns to browse and read the wide range of articles now available at this one location.

Employee Engagement: Monday Morning Percolator #28

The last two articles in this series have outlined organizational and leadership inputs into employee engagement. Employees are sometimes targeted as the source and sole intervention to elevate employee engagement. When the organization and leadership also contribute to engagement initiatives it can facilitate even higher levels of engagement. That said, employees themselves are closest to the source of their own engagement. I believe the individual is ultimately responsible for their own engagement while the organization and leadership is accountable for employee engagement.

Here are 6 inputs employees can engage with to elevate their own engagement:

Focus on contribution. Determine how you can make a contribution. Know that what you give is often what you receive in return. To be disengaged at work can often lead to experiences of disengagement in other areas of your life. Engagement is not a limited resource and research would suggest that higher levels of employee engagement at work translate to higher levels of engagement at home and in the community. Focus on contribution and banish entitlement.

Be responsible while holding others accountable. Take responsibility for your own engagement while holding others accountable for their engagement. Encourage the leadership and the organization to keep making their contributions to elevate employee engagement. In the the movement from employee engagement to workplace engagement: if it is to be it is up to we!

Master your personal energy. Energy is your fundamental raw material for employee engagement. Learn to master your energy at work. Increase your levels of mental, emotional, physical and spiritual energy while also ensuring you take time for energy recovery. One paradox of employee engagement is that we must also find times to disengage from work to recharge and revitalize ourselves for the work ahead. Be strong. Know your strengths while also knowing what strengthens you. What are the gifts or qualities you bring to your work and what are the activities you engage in that strengthen you? People who know their strengths, use their strengths on a daily basis, and use their strengths in the service of others report higher levels of authentic happiness at work.

Do you step in when someone needs coaching? Take a moment to watch this video of Natalie Gilbert getting emotional and tangible coaching just when it is required.

http://www.youtube.com/watch?v=m9QDqAsAKUI

Now that’s support!

David Zinger will be joining Derek Irvine and Andy Parsley in Globoforce’s International Roundtable Webinar. This webinar will focus on employee engagement. Topics will range from differentiating employee engagement from employee satisfaction to why are engaged workforces so vital now. [Read more...]

Are you flying with a six pack of employee engagement?

In this case, I don’t mean half a dozen beers.

The six essential instruments in a light aircraft are often referred to as the six pack:

• airspeed indicator
• attitude indicator
• altimeter
• turn coordinator
• heading indicator
• vertical speed indicator

Do you monitor 6 strong “indications” of your employee engagement to get you successfully to your destination? [Read more...]